Let’s be honest: the word disruption sounds messy. It suggests arguments, chaos, or someone flipping the boardroom table over (figuratively, we hope). But here’s the twist, in leadership and recruitment, disruption can be exactly what your organization needs.
At Essence Recruitment, we see disruption as energy, the kind that wakes people up, gets ideas flowing, and helps leaders see things differently. Especially in Canada’s not-for-profit and community-driven sectors, shaking up how we recruit and make decisions can lead to better outcomes for everyone.
What We Mean by “Good Disruption”
Disruption doesn’t mean drama. It means challenging “the way we’ve always done it” so your team can adapt and thrive. It’s about finding the right fit, not just in skills, but in values and culture.
Here’s why it matters:
1. The world’s changed. Your leadership should too.
Canada’s workplace is evolving fast. Remote work, new technologies, funding pressures, and shifting demographics have all rewritten the rulebook.
According to Statistics Canada, there are about 2.8 million jobs in community-based and not-for-profit organizations across the country, a number that keeps growing every year.
That’s a lot of people working toward change, and they need strong, forward-thinking leaders to guide them.
If your leadership team or board still looks and acts like it did ten years ago, it might be time for a refresh.
2. Same people, same ideas equals stalled growth
When everyone around the table shares similar backgrounds and opinions, innovation stalls. Disruption brings in new voices, people who question, challenge, and improve. It’s not about creating conflict; it’s about sparking better conversations and ensuring cultural fit that drives collaboration, not conformity.
3. Disruption also means renewal
A little shake-up tells your staff, community, and funders that you’re not stuck in the past. You’re open to new ways of thinking and leading. And that’s exciting, especially for job seekers looking for purpose, progress, and an authentic workplace culture.
How Recruitment Fuels Healthy Disruption
If you want change, it starts with how you hire. As a Professional Recruitment Search Firm working with purpose-driven and not-for-profit organizations across Canada, we see this every day. Disruptive recruitment doesn’t mean hiring a rebel for the sake of it. It means finding people who bring courage, creativity, and collaboration to the table while aligning with your team’s fit and culture.
Here’s what that looks like in action:
Rethink job descriptions
Move away from long lists of “must-haves” and “10+ years of experience” lines. Instead, describe what success looks like in the role. What challenges will they solve? What kind of thinker will thrive? How will they contribute to your organization’s culture?
Diversify your candidate pool
Don’t settle for “the usual suspects.” Invite talent from different backgrounds, industries, and life experiences. New perspectives can transform how you serve your mission, especially in not-for-profit work, where diversity strengthens fit and broadens impact.
Get your board involved early
If your board is hiring a new leader, they should help define what kind of disruption the organization actually wants. Are you after innovation? Growth? A cultural reset? Get aligned before you start interviewing.
Make the process transparent
Disruption can make people nervous. Be clear with candidates (and your own team) about what’s changing and why. Openness builds trust and trust makes change stick.
The Risks (and How to Handle Them)
Yes, disruption can be uncomfortable. But handled well, it leads to lasting impact.
Risk 1: Resistance to change.
People like comfort zones. To manage this, focus on the why. Why now? Why this change? Help your board and staff see the opportunity, not just the uncertainty.
Risk 2: Burnout or turnover.
Big changes can stretch people thin. Build in-support systems such as mentorship, coaching, and realistic timelines. Change doesn’t have to be a sprint.
Risk 3: Token change.
Diversity and inclusion only matter if new voices are empowered to lead. Make sure every new person at the table has a real say and that they fit into the evolving culture you’re trying to build.
Why Disruption Works in the Long Run
When organizations embrace disruption, they often see:
- Stronger leadership. People step up when they feel heard.
- Better decision-making. More perspectives mean fewer blind spots.
- Fresh energy. The team feels re-engaged and inspired.
It’s not about replacing everyone. It’s about creating balance; experienced leaders who provide stability, and fresh thinkers who push boundaries. Together, they drive progress and strengthen fit and culture.
Canada’s Leadership Landscape Is Ready
The demand for adaptable leaders in Canada has never been higher. According to Mercer, the country’s voluntary turnover rate is just over 10%, and organizations that embrace flexibility and inclusion are attracting the best talent.
If your not-for-profit board is willing to rethink old habits and take a few calculated risks, you’ll not only attract stronger candidates, but you’ll also build an organization that can actually keep them, because they’ll fit your mission and culture.
Final Thoughts
Disruption isn’t about breaking things; it’s about building better things. Around the boardroom table, it can look like new voices, new priorities, and new ways of leading together.
At Essence Recruitment, we’ve seen how the right kind of change matched with cultural fit and purpose can transform organizations from the inside out. So, the next time someone challenges the status quo in a board meeting, don’t panic, lean in. That might just be the moment your next great idea is born.
Contact us via email at info@essencerecruitment.ca or call us at 306-652-5232 (Saskatoon) / 587-601-0523 (Calgary – by appointment only).
www.essencerecruitment.ca